The New Era of the Corporate Culture and the Consultancy
0 likes264 views
The document discusses the importance of corporate culture and the role of consultants in diagnosing and changing culture. It outlines 10 key skills needed for effective consulting: humor, influence, confidence, fearlessness, rapid framing, value generation, intellect, active listening, instantiation, and responsiveness. The document also introduces the Denison model for diagnosing and designing corporate culture to improve profitability through cultural alignment, clear priorities, and concrete steps toward goals.
The New Era of the Corporate Culture and the Consultancy
- 1. THE NEW ERA OF THE CORPORATE CULTURE & THE CONSULTANCY (You need change. Now you can make it happen!) By Juan Carlos Erdozáin Rivera Morris Shechtman tells us in his book “Working Without a Net”, how to Survive & Thrive in Today´s High Risk Business World. In this new economy that we are living, "Culture of High Risk," Shechtman points out that “Companies can lose phenomenal sums of money for months and deny that anything is amiss, until losses are too large to be ignored. Then they look for the downsizing employees in a futile attempt to cut their losses”. And Shechtman adds: “When asked why they didn´t do anything about their mounting losses earlier, some companies use to say “We are waiting for it to turn around” or “We can´t do much about it because we can´t get the right employees to cooperate”...these excuses are nothing more than denials that the situation is bad and must be changed. The big issue is that “Denial” (as mentioned above), beyond the organizations takes place on an individual level, for example chronically unemployed people would find jobs quickly if they stop pretending that their industry is still alive and well or that they are able find work in the city in which they´ve always live. On terms of "Total Quality" everybody knows that if we want to change the "Corporative Culture" of one organization, we should first change the paradigms of individuals that conformed the company. So, in order to change paradigms of individuals that will help to change the Corporative Culture of the organization, there are at least two ways to do it: 1) Through an Internal Consulter. 2) Through an External Consulter. In any of the mentioned ways, we will need a Consulter Expert in Change Culture but, the question is How to choose one Consulter? Well, Alan Weiss in his book about Consulting and based on his observations, points the required behaviors and skills, for one Consulter. Next allow me reproduce it of his book "Getting Started in Consulting": 1. Humor and perspective. There are few things as important as remaining on an even keel. You shouldn’t be as high as the last victory (sale) or as low as the last defeat (rejection). See both the comic and tragic within client engagements. You must retain your objectivity—and sanity—which can be easily distorted when you work alone. Humor is also
- 2. a sign of high intelligence and mental agility. If you can’t laugh at yourself and at the world around you, join the corporate ranks or become a philosopher, but don’t put out a consulting shingle. 2. Influence. You have to be able to speak, either formally or informally, in such a way that you can command a room or persuade an individual. Many consultants are horrible public speakers, which severely limits their effectiveness and their practice. A grasp of proper English, a wide-ranging vocabulary, and a talent for metaphor will serve you well in both marketing and implementation. 3. Confidence and self-esteem. This is no profession for the faint of heart. Strong and powerful people will stare in your face, and weak and frightened people will nip at your heels. People know it when they see it, and it’s the ability to exude confidence and power. You should be seen as a credible peer by clients and prospects, not as a vendor, salesperson, or subordinate. 4. Fearlessness. This is different from confidence. This is the ability to walk away from business you don’t want and buyers you don’t like. It’s the ability to say to prospects that their basic premises are incorrect and that you’d be doing them a disservice if you proposed a project based on their current expectations. Nothing increases credibility (and, ultimately, business) like the willingness to stand your own ground, disagree when you have better information and insights, and offer a differing view of a situation. You may get thrown out. Or you may be embraced as an honest person. You cannot fear failure. 5. Rapid framing. This is a little-known and little-understood trait that I’ve identified as one of the keys in differentiating consultants early in discussions with a prospective client. It is the ability to quickly summarize the issues not to propose solutions, which are premature in early meetings—so that the discussion can focus rapidly on the next steps. For example, “Jill, what I’m hearing is that your customer retention is declining, but you’re not really sure why, and you’re reluctant to take any corrective actions until you’re positive about the cause.” Many clients aren’t sure themselves how to articulate their concerns and needs, and the consultant who can do so for them becomes a partner and solidifies the relationship. 6. Value generation. Most consultants make the mistake of zealously guarding what they consider to be their intellectual property. In reality, there’s nothing new under the sun. The ability to provide a prospect with real value right from the initial contact will create a subliminal message: “If I’m getting this much from our preliminary discussions, how much would I gain if I actually hired this person?!” Smoothly and deftly work into the conversation ideas, books, articles, approaches, references, experiences, and anything else that will create early value and reliance. 7. Intellect. There may be no greater asset than intellectual firepower. The more you are able to quickly use examples, paraphrase, cite historical analogies, recognize weakness in an argument, ask penetrating questions, and so forth, the more you will at least be seen as a peer and probably be seen as an invaluable asset to the client’s business. Powerful people tend to hire powerful people, and powerful people are the ones with large sums to invest. Weak people are frightened by powerful people, but they are not the buyers you want to appeal to in any case. 8. Active listening. Instead of tuning out and thinking about still another way to tell the prospect how good you are, demonstrate your ability to listen clearly, take part in the
- 3. conversation through reflective listening (replying “in other words . . .” and paraphrasing, for example), and assure the other party that you’re involved in and concerned about these issues. This will do wonders not only in securing business, but also in networking, dealing with your bankers, resolving confrontations, and so on. Active listening is one of the rarer traits in consulting, since most consultants try to talk too much (and when they’re talking, they can’t be listening and learning). 9. Instantiation. I couldn’t help it—this is one of my favorite words. It means “making abstract examples and concepts tangible.” Consultants tend to talk at 35,000 feet while the client is dealing with problems on the ground. It is a tremendous advantage to be able to say, “By participation, I don’t mean anarchy, but rather people taking on accountability for the outcome of their work, such as following up the next day with a customer who complained about late shipments.” Clients are concerned with the pragmatic improvement tomorrow. You have to take your approaches and translate them into that improved future. 10. Bang-bang responsiveness. I’m convinced that responsiveness is an innate character trait, because it’s so easy, yet done so poorly by so many consultants. I promise a 90-minute response to all phone calls, and I meet that standard 99 percent of the time. Yet many consultants don’t get back to people for days. In this profession, getting there first is a major advantage. You must have the disposition to return calls, respond to letters, answer e-mails, and meet commitments faithfully and reliably. If you are disorganized, can’t seem to move the piles of papers off your desk, and have a yard of pink phone messages sticking out of your pockets, find a day job. You won’t make it as a consultant. As a final reflection, it is important to note that in this new economy that we are living in, any company that seeks to improve its profitability, should consider making a serious and profound diagnosis of its corporate culture, through a process of internal or external consulting and using the tools and cutting-edge technologies. Is there a way to diagnose and design a better corporate culture that improve help the profitability of the company? There is a very interesting tools and cutting-edge technology named "Denison", expert in the processes of change; change happens when an organization aligns around a mission, establishes clear priorities, and offers concrete steps toward achieving them. Her methodology begins by building an understanding of the organization, then working to craft the steps toward achieving the goals. The Denison Model provides a framework to help drive progress toward organizational goals. For over 25 years, it has helped businesses achieve cultural and financial success by delivering insight into their cultural performance. You need change. Now you can make it happen!